Swot Analysis

Team C

Pacific Consulting

BUSN 460

October 9th, 2012

Team Analysis Report

Issues | Recommendations |

1. Performance Appraisal Form is not specific | 1. Revise performance appraisal form to be specific |

2. Management not trained on giving performance appraisals | 2. Train management on how to properly conduct performance appraisal |

3. There is no employee self-review | 3. Have employees do a self performance appraisal before meeting with management |

4. | 4. |

5. | 5. |

6. | 6. |

Performance appraisals are in essential to the training and development of an organization’s employees. It is review and discussion of an employee’s performance of assigned tasks and responsibilities. By not having a proper performance appraisal, CanGo’s employees will not know what skills and knowledge they lack in order to improve it. Having employees who lack the ability to properly complete their assigned tasks can put an entire operation in jeopardy.

One mistake can be very costly for CanGo to fix, and it can also be time consuming, time is money, and time wasted is money lost. CanGo’s performance appraisal form lacks specific details. CanGo should revise the form to where it has the employee’s goal for the year, technological knowledge, professional knowledge, communication skills, work quality, initiative, work reliability, diversity and pluralism, and service orientation. By having goals made on the performance appraisal, it allows management to compare the goals from prior year to the new year and see how well the employee has improved or made the effort to improve.

CanGo’s management lacks the ability to give out performance appraisal. The managers get nervous and do not feel like getting into an uncomfortable or confrontational situation with its employees. Management should be objective when giving out performance appraisal; they should avoid personal prejudice and favoritism. They should always consider each area of the...